IDFA Amplifies Industry Progress Towards Gender Equality on Women's Equality Day

IDFA Amplifies Industry Progress Towards Gender Equality on Women's Equality Day

Women's Equality Day, celebrated every year on August 26th, marks the historic moment in 1920 when the 19th Amendment was certified, granting women the right to vote in the U.S. This holiday is a time to honor a pivotal step forward for women's rights and reflect on the ongoing journey towards true gender equality in every part of life, including the workplace. Established in 1971 through a Congressional resolution, Women's Equality Day serves as an opportunity for us to celebrate how far we've come and to look forward to the work ahead to reach true parity.

IDFA is proud of our ongoing work to support gender equality in dairy. Through our Women in Dairy network, we're making strides to improve recruiting, retention, and gender equity in U.S. dairy through insightful data, C-suite engagement, and fostering networking and leadership development opportunities. Earlier this year, we released the 2024 State of Women in Dairy Report, which highlights industry-wide progress and offers recommendations to keep us moving forward.

As we mark the significance of this day, we acknowledge the work happening across the dairy industry to secure a more equitable experience for women in the workforce. IDFA spoke with several companies that are working to align with the recommendations set forth in the 2024 State of Women in Dairy Report. We are inspired by these efforts, which are an excellent representation of what Women's Equality Day is all about. We can't think of a better way to mark this celebration than by amplifying our industry's progress and reflecting on the exciting work ahead to build on this progress.

Franklin Foods

After attending IDFA's 2024 Dairy Forum conference and learning about the State of Women in Dairy Report's recommendations for the industry, Franklin Foods CEO Emma Aer knew there was an opportunity to expand the existing policy to further support gender equality in the workplace. She proposed expanding the parental leave policy to improve this benefit and position Franklin Foods as a socially innovative leader in the market. This led to the launch of a fully revamped parental leave policy announced just before Mother's Day. The new policy offers up to 12 weeks of paid leave for new mothers and up to 4 weeks of paid leave for new fathers, allowing them time to acclimate and bond with their newborns.

Not only does this policy allow women greater flexibility during their time after childbirth, but it allows for men to take time off as well. This is critical for encouraging women to stay in the workforce and allows both parents to balance family obligations. "Even if you have all the caregivers in the world, you can't outsource parenthood," Aer says when discussing the importance of this policy change. The new policy has also encouraged an emphasis on a culture where it is accepted and commonplace for men to take time to be with their families, challenging traditional expectations for new parents.

Franklin Foods' leadership also understands the value of flexibility for their employees, including new parents. They consider remote or hybrid work arrangements when possible and have explored shift options that better accommodate working parents. When extended time off is needed, they have successfully used contract workers to cover the gap. By collaborating with employees to find practical solutions, Franklin Foods has seen increased employee satisfaction and improved retention. They recognize the importance of a flexible and supportive work environment to encourage employees to remain in the workforce and to reach for the next level. Reflecting on her career, a parent herself, Aer noted, "I wouldn't be able to be a CEO of a company today if my previous companies were not flexible when my boys were small."

The State of Women in Dairy Report emphasized the need for this kind of discussion and change, which can lay the groundwork for further consideration of how company policies and culture can support gender equality. This is an important opportunity for collaboration, and we are excited to see our members continuing these important steps in the direction of progress.